1. Member Engagement Manager - enei
HOW TO MEET THE CHALLENGE ON WORKFORCE DISABILITY & DELIVERY, WHAT’S WORKING
Mike O’Hanlon
Member Engagement Manager - enei
Who am I?
Who are enei?
Why is recruiting those with disabilities important?
Why don’t employers recruit those with disabilities?
How can I attract and recruit those with disabilities?
How can I retain and support those with disabilities?
What do I need to do now?
Disability Confident
Work place Adjustments
Mental Health
Questions

2. Where would you employ these people in the NHS?
Bruce Willis - Learning Disability Avril Lavigne – Lymes Disease David Beckham – OCD Whoopi Goldberg – Learning Disability James Earl Jones – Speech Impairment
Will Smith - ADHD Dan Ackroyd – Tourettes syndrome and Asperger’s Russel Brand – Bipolar Cameron Diaz - OCD - Lou Ferrigno - Epilepsy

3. Why is recruiting those with disabilities important?
Employee diversity reflects service user base.
Disabilities are often acquired during employment.
Ageing workforce.
Younger people with more health problems.
Longer life expectancy.
Are you disabled yet?
Skills shortages.
The ‘Purple Pound’ which is worth £249bn
Our 11 year olds are now officially fatter than those in the USA
There are 6 million people of working age with a disability
Only 48% of them are in work compared with 80% of people without a disability
1:6 of working age have a diagnosable mental health condition
52% unskilled; 33% prof have LT conditions
By % workforce have long term condition
By :3 workers will be 50+
Young people – impact
50% MH conditions begin before age 14
TUC reported disability unemployment rate has increased between 2013 and 2016
Public Health England

4. Why don’t employers recruit those with disabilities?
What are the perceived barriers?
Discussion point
Productivity demands
Time
Attitude
Discrimination
Assumptions about the disability - 36% assume not as productive
Processes especially recruitment
Just focus on physical disability
Don’t know how to find those with disabilities
Fear of getting it wrong
Scared of reasonable adjustments
Lack of knowledge of disability generally
Not flexible as an employer – like for like replacements
LOOK FOR REASONS NOT TO RECRUIT

5. How can I attract and recruit those with disabilities?
Use statistics to demonstrate why you need to do it – encourage disclosure/sharing.
Steal best practice – join a network.
Review recruitment strategy. 
Look at your supply chain what do they do?
Review your skills gaps (eg sign language).
Internships/work experience placements.
ALWAYS GIVE FEEDBACK TO ALL CANDIDATES
Use agencies – e.g. JCP, Auticon, Evenbreak, DiversityJobs, Equal Approach, Disabilityjobsite, Scope, EmployAbility, Remploy
Leverage those with disabilities currently – are you limiting their potential?
Work with procurement partners
Review accessibility – physical and technology
Positive action (guaranteed interviews)

6. How can I support and retain those with a disability?
Work with partners, charities and networks.
Create organisational energy - Undertake accreditations - Disability Confident, Louder than Words.
Create awareness - Notable dates – Access to work.
Networks for employees.
Manager training, create an intelligence hub for ‘workplace adjustments’.
IDOPD – 3 December – what are you doing? Whizzkids, Blindfolded at lunch time; autism hour; invite charities in
Reasonable adjustments including passports
Job Centre Plus
Access to work
Work placements
Top level sponsor paramount
Stories
Encourage disclosure/sharing
Wellbeing
Carers (6.5m)
MidlandsAbility and WharfAbility (Manchester?

7. Top tips Remember its not just potential employees – it could be you.
Have a robust process for handling reasonable adjustments and review regularly.
Don’t assume you know about disabilities – learn about them or ask the person.
Don’t forget Mental Health and hidden disabilities.
Use allies they can be very committed
Use enei guides via your P&C team –eg mental health, autism, SpLDs, eating disorders, disability, reasonable adjustments
Start working on the next level of Disability Confident
Review what you do –
Remember – are you disabled yet? It could be you!

8. Contact me for further support or information on joining enei
Mike O’Hanlon
Membership Engagement Manager